Equality, Inclusion and Diversity Policy


T Lott Limited is an equal opportunities employer. We are committed to equality of opportunity
and to providing a service and following practices which are free from unfair and unlawful
discrimination. The aim of this policy is to ensure that no applicant or member of staff receives
less favourable treatment on the grounds of age, disability, gender reassignment, gender identity,
marriage and civil partnership, pregnancy or maternity, parental or carers responsibility, race,
ethnicity, religion or belief, sex or sexual orientation, or is disadvantaged by conditions or
requirements which cannot be shown to be relevant to performance. It seeks also to ensure that
no person is victimised or subjected to any form of bullying or harassment.

We value people as individuals with diverse opinions, cultures, lifestyles and circumstances. All
employees are covered by this policy and it applies to all areas of employment including
recruitment, selection, training, deployment, career development, and promotion. These areas
are monitored and policies and practices are amended if necessary to ensure that no unfair or
unlawful discrimination, intentional, unintentional, direct or indirect, overt or latent exists.

The Finance Director has particular responsibility for implementing and monitoring the Equality
and diversity policy and, as part of this process, all personnel policies and procedures are
administered with the objective of promoting equality of opportunity and eliminating unfair or
unlawful discrimination.

All employees, workers or self-employed contractors whether part time, full time or temporary, will
be treated fairly and with respect by all parties. Selection for employment, promotion, training, or
any other benefit will be on the basis of aptitude and ability. All employees will be helped and
encouraged to develop their full potential and the talents and resources of the workforce will be
fully utilised to maximise the efficiency of the Company.

Equality of opportunity, valuing diversity and compliance with the law is to the benefit of all
individuals in our Company as it seeks to develop the skills and abilities of its people. While
specific responsibility for eliminating discrimination and providing equality of opportunity lies with
managers and supervisors, individuals at all levels have a responsibility to treat others with dignity
and respect. The personal commitment of every employee to this policy and application of its
principles are essential to eliminate discrimination and provide equality throughout the Company.

Our commitment as an employer
The Company is committed to:

  • creating an environment in which individual differences and the contributions of our staff are recognised and valued

  • entitling every employee, worker or self-employed contractor to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated

  • providing training, development and progression opportunities to all staff

  • understanding equality in the workplace is good management practice and makes sound business sense

  • reviewing all our employment practices and procedures to ensure fairness.

Our commitment as a service provider
The Company is committed to:

  • providing services to which all clients are entitled regardless of any protective characteristics

  • making sure our services are delivered equally and meet the diverse needs of our service users and clients by assessing and meeting the diverse needs of our clients

  • fully supporting this policy by senior management and ensuring agreement has been reached with employee representatives

  • selecting those for employment, promotion, training, or any other benefit purely on the basis of aptitude and ability

  • monitoring and reviewing this policy annually

  • having clear procedures that enable any party to raise a grievance or make a complaint if they feel they have been unfairly treated

  • treating breaches of our equality, inclusion and diversity policy as misconduct which could lead to disciplinary proceedings

  • encouraging all staff to come forward with any issues they need Company assistance and understanding with, no matter their background, identity or circumstances, such as if they are victims of domestic abuse or have caring commitments.

Equality Inclusion and Diversity Arrangements:
We will:

  • ensure that people of all ages are treated with respect and dignity

  • ensure that people of working age are given equal access to our employment, training, development and promotion opportunities and

  • challenge discriminatory assumptions about younger and older people.

We will:

  • provide any reasonable adjustments to ensure disabled people have access to our services and employment opportunities

  • challenge discriminatory assumptions about disabled people and

  • seek to continue to improve access to information by ensuring availability of loop systems, braille facilities, alternative formatting and sign language interpretation.

We will:

  • challenge racism wherever it occurs

  • respond swiftly and sensitively to racists incidents and

  • actively promote race equality in the Company.

We will:

  • challenge discriminatory assumptions about women and men

  • take positive action to redress the negative effects of discrimination against women and


  • offer equal access for women and men to representation, services, employment, training and pay and encourage other organisations to do the same.

Gender reassignment
We will:

  • provide support to prevent discrimination against transsexual people who have or who are about to undergo gender reassignment

  • prohibit and respond to all instances of discrimination, both from colleagues and externally.

Sexual orientation
We will:

  • ensure that we take account of the needs of lesbians, gay men and bisexuals and

  • promote positive images of lesbians, gay men and bisexuals.

Religion or belief
We will:

  • ensure that employees’ religion or beliefs and related observances are respected and accommodated wherever possible and

  • respect people’s beliefs where the expression of those beliefs does not impinge on the legitimate rights of others.

Pregnancy or maternity
We will:

  • ensure that people are treated with respect and dignity and that a positive image is promoted regardless of pregnancy or maternity

  • challenge discriminatory assumptions about the pregnancy or maternity of our employees and

  • ensure that no individual is disadvantaged and that we take account of the needs of our employees’ pregnancy or maternity.

Marriage or civil partnership
We will:

  • ensure that people are treated with respect and dignity and that a positive image is promoted regardless of marriage or civil partnership;

  • challenge discriminatory assumptions about the marriage or civil partnership of our employees and

  • ensure that no individual is disadvantaged and that we take account the needs of our employees’ marriage or civil partnership.

We will prevent discrimination against our employees regardless of their offending background
(except where there is a known risk to children or vulnerable adults).
Equal pay
We will ensure that all employees, male, female or gender neutral, have the right to the same
contractual pay and benefits for carrying out the same work, work rated as equivalent work or
work of equal value.
Unconscious bias
The Company recognises the dangers of unconscious bias arising at work, which is where an
opinion is formed on an individual by a manager or colleague without them necessarily being
aware they have formed it.

There are many different forms of unconscious bias, ranging from an affinity towards those of a
similar background to placing too much significance on what has been identified as a negative

The organisation will work against forms of unconscious bias in all decisions taken for
employment, including recruitment, promotion and training opportunities, with a focus on
promoting diversity and inclusion.

In particular, the Company will implement the following:

  • Referring to specific job criteria when making recruitment decisions

  • Discounting any favourable personal relationships with staff.

  • Making decisions collectively between HR and management.


The Directors have the specific responsibility for the effective implementation of this policy.
Each Supervisor and manager also has responsibilities and we expect all our employees to
abide by the policy and help create the environment of equality which is its objective. In order to
implement this Policy, we shall:

  • Communicate the Policy to all employees, job applicants and any other relevant stakeholders.

  • Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques.

  • Provide equality training and guidance as appropriate, including training on induction and management courses (where applicable).

  • Obtain commitments from other persons or organisations, such as sub-contractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce.

  • Ensure that adequate resources are made available to fulfil the objectives of the policy.

Employees who believe that they have suffered any form of discrimination, harassment or
victimisation are entitled to raise the matter with their Line Manager or the directors. All complaints
of discrimination will be dealt with seriously, promptly and confidentially.

Every effort will be made to ensure that employees who make complaints will not be victimised.
Any complaint of victimisation will be dealt with seriously, promptly and confidentially.
Victimisation will result in disciplinary action and may warrant dismissal.

Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary
proceedings which may lead to dismissal.
Signed on behalf of T Lott Ltd.

Tommy Lott
Managing Director
9 June 2021